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While building a successful startup, founders must not only understand the intricacies of business but also cultivate a team environment that fosters workplace inclusion. Achieving this requires familiarity with key diversity terms. Understanding concepts like unconscious bias allows founders to identify and address personal prejudices that can hinder fair hiring and promotion practices. Recognizing and appreciating neurodiversity, the natural variation in human cognition, opens doors to a wider talent pool with diverse strengths and perspectives. Similarly, acknowledging non-binary (genderqueer) identities ensures a culture that respects all gender expressions. Founders who grasp intersectionality, the interconnectedness of various social identities, can create a culture that celebrates differences and empowers individuals from all backgrounds. Finally, being familiar with the term allyship underlines the importance of actively promoting and advocating for marginalized groups within the organization. By incorporating these terms into their vocabulary and fostering a culture that embraces them, founders can build a more inclusive and successful company. Here are the terms explained: - Ally: Someone who actively supports a marginalized group. - Cisgender: Identifying one's gender identity as the same as their sex assigned at birth. - Intersectionality: Recognizing how different aspects of a person's identity (race, gender, etc.) interact and contribute to their experiences. - Neurodiversity: The natural variation in human neurocognitive functioning, including conditions like ADHD and dyslexia. - Nonbinary (also known as Genderqueer): Identifying with a gender identity that is neither exclusively masculine nor feminine. - Unconscious Bias: Implicit attitudes or stereotypes that influence our judgments without our conscious awareness. - Work-Life Effectiveness: The ability to manage work and personal life responsibilities in a healthy and balanced way. - Workplace Inclusion: Creating an environment where everyone feels welcome, valued, and respected regardless of their background or identity. Please watch out this space for more such insightful content. #culture #worklife #workplace #diversity #founders #neurodiversity #startup

As we reflect on the human rights, it helps to peel back the “onion” of implicit bias and how it affects our ability to recruit, support, and retain underrepresented groups in our research, practice, and employment. Our stereotypes, preconceived notions, and assumptions we have, even before we meet someone, affects our perception and how we situate others in our understanding. Here is the briefest, simplest set of definitions I have come up with. It is not a comprehensive list:  AFFINITY BIAS - when we treat others favorably because they are more like us (could be anything from their ethnicity to the clothes they wear, how they talk, things they like, etc.) ATTRIBUTION BIAS - when we attribute someone’s achievements or status to happenstance, instead of skill and effort.   ATTRACTIVENESS BIAS - When someone is judged more positively or negatively by the way they look.  CONFORMITY BIAS - being influenced to make decisions or have preferences based on those of the people around us to be comfortable, to please, or be accepted by those around us.   CONFIRMATION BIAS - when we tend to place more value on that which aligns with our beliefs and values, and less on that which is contrary to them. In research, when evidence confirms our hypotheses we place more value to it than we do to evidence that falsifies it.  NAME BIAS - This one is easy to spot. Its discrimination or preferences, based on someone’s name, which can influence assumptions based on stereotypes and acculturation about a particular race or ethnicity. GENDER BIAS - pretty simple, preferring one gender over another, thinking one gender is more competent than another for certain tasks or roles, or better than the other in some way. Where this gets confusing is when gender is unclear or we make assumptions about those with non-gender or transgender affiliations.  AGE BIAS - assumptions made about people due to their age. That older people are too rigid, or not technologically savvy, or other stereotypes that we often harbor.  HEIGHT BIAS - based mainly on stereotypes we hold about people based on their stature. Taller people are generally seen as having more leadership abilities.  CONTRAST EFFECT - when we compare one thing to another. Our perception is tainted by what we have already looked at or experienced. For instance comparing one resume to another rather than against the baseline criteria for the job.  HALO EFFECT - when a single or small number of exceptional attributes biases us toward something irrespective of all their other attributes. for instance, a job candidate who is a graduate of an Ivy League school, but possesses few other positive attributes aligned with the needs of the position gets rated higher.  HORNS EFFECT - the reverse of the halo effect in which a single negative attribute taints the rating of a candidate with many other positive or well aligned attributes

"It's just a phase" "You're confused" "You're just greedy" "Bisexuals are more likely to cheat" "You're not really bi, you're gay/straight depending on your partner" These are things people have said to me, and these are just the comments that are acceptable for LinkedIn. This, beyond myself, is the reality for many people day after day. This is often referred to as “identity invalidation” — the idea that someone’s identity is invalid and should be ignored or erased. >> WORKPLACE CHALLENGES ▪️ Bisexual people are already at an increased risk of negative mental health outcomes due to what’s called “minority stress”. (Link in first comment.) ▪️ When they do come out, they regularly face stigma, stereotypes, and harassment in the workplace, significantly affecting their health, well-being, and earning potential. ▪️ Nearly two-thirds report facing inappropriate jokes or discriminatory behavior. This level of stereotyping and biphobia creates workplace cultures that are unfriendly and harmful to Bi+ people, which can negatively affect the community’s rates of retention, performance, and wellbeing at a company. >> START HERE ✅ Have explicit workplace policies ✅ Clarify that anti-bisexual jokes and harassment are unacceptable ✅ Support Employee Resource Groups that are LGBTQIA+ specific and bisexual-inclusive ✅ Offer LGBTQIA+ educational resources and trainings to employees and management that are inclusive of Bi+ identities. Be a catalyst for change, start today! *** “𝘐 𝘤𝘢𝘭𝘭 𝘮𝘺𝘴𝘦𝘭𝘧 𝘢 𝘣𝘪𝘴𝘦𝘹𝘶𝘢𝘭 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘐 𝘢𝘤𝘬𝘯𝘰𝘸𝘭𝘦𝘥𝘨𝘦 𝘵𝘩𝘢𝘵 𝘐 𝘩𝘢𝘷𝘦 𝘪𝘯 𝘮𝘺𝘴𝘦𝘭𝘧 𝘵𝘩𝘦 𝘱𝘰𝘵𝘦𝘯𝘵𝘪𝘢𝘭 𝘵𝘰 𝘣𝘦 𝘢𝘵𝘵𝘳𝘢𝘤𝘵𝘦𝘥 𝘳𝘰𝘮𝘢𝘯𝘵𝘪𝘤𝘢𝘭𝘭𝘺 𝘢𝘯𝘥/𝘰𝘳 𝘴𝘦𝘹𝘶𝘢𝘭𝘭𝘺 𝘵𝘰 𝘱𝘦𝘰𝘱𝘭𝘦 𝘰𝘧 𝘮𝘰𝘳𝘦 𝘵𝘩𝘢𝘯 𝘰𝘯𝘦 𝘨𝘦𝘯𝘥𝘦𝘳. 𝘕𝘰𝘵 𝘯𝘦𝘤𝘦𝘴𝘴𝘢𝘳𝘪𝘺 𝘢𝘵 𝘵𝘩𝘦 𝘴𝘢𝘮𝘦 𝘵𝘪𝘮𝘦, 𝘯𝘰𝘵 𝘯𝘦𝘤𝘦𝘴𝘴𝘢𝘳𝘪𝘭𝘺 𝘪𝘯 𝘵𝘩𝘦 𝘴𝘢𝘮𝘦 𝘸𝘢𝘺, 𝘢𝘯𝘥 𝘯𝘰𝘵 𝘯𝘦𝘤𝘦𝘴𝘴𝘢𝘳𝘪𝘭𝘺 𝘵𝘰 𝘵𝘩𝘦 𝘴𝘢𝘮𝘦 𝘥𝘦𝘨𝘳𝘦𝘦. 𝘍𝘰𝘳 𝘮𝘦, 𝘵𝘩𝘦 𝘉𝘪 𝘪𝘯 𝘉𝘪𝘴𝘦𝘹𝘶𝘢𝘭 𝘳𝘦𝘧𝘦𝘳𝘴 𝘵𝘰 𝘵𝘩𝘦 𝘱𝘰𝘵𝘦𝘯𝘵𝘪𝘢𝘭 𝘧𝘰𝘳 𝘢𝘵𝘵𝘳𝘢𝘤𝘵𝘪𝘰𝘯 𝘵𝘰 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘪𝘵𝘩 𝘨𝘦𝘯𝘥𝘦𝘳𝘴 𝘴𝘪𝘮𝘪𝘭𝘢𝘳 𝘵𝘰 𝘢𝘯𝘥 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵 𝘧𝘳𝘰𝘮 𝘮𝘺 𝘰𝘸𝘯.” — Robyn Ochs, speaker, advocate, writer #BiWeek #bisexualvisibiliy #lgbtqiacommunity #deib #diversityandinclusion #workplaceequality #workplaceculture #inclusiveleadership

Have you ever made an assumption about someone based on their appearance or mannerisms? If so, you've experienced unconscious bias. These are automatic judgments we make about people based on stereotypes, often without realizing it. This Pride Month, let's explore how unconscious bias can negatively impact LGBTQ+ employees in the workplace. 🔹 Here's how unconscious bias can manifest: ▪ Jumping to conclusions about someone's sexual orientation based on their looks or clothing. For example, assuming a woman with short hair is a lesbian can lead to exclusion from social events or different treatment during interactions. ▪ Questioning an LGBTQ+ employee's qualifications or commitment based on stereotypes. Unconscious biases can lead to doubts about their competence or dedication, hindering their career advancement opportunities. ▪ Excluding LGBTQ+ employees from informal networks or social gatherings. These seemingly small interactions build strong professional bonds, and unintentional exclusion due to bias can leave LGBTQ+ employees feeling isolated and undervalued. The impact of unconscious bias can be significant, creating a hostile work environment and hindering LGBTQ+ employee retention and career development. 🔹 Let's dismantle these barriers: ▪ Unmask bias: Educate employees about unconscious bias, particularly its impact on LGBTQ+ colleagues. ▪ Shift the conversation: Encourage open communication. Employees should feel safe reporting bias and know clear procedures exist to address it. 🔹 Showcase Inclusion: ▪ Champion LGBTQ+ role models: Highlight their achievements and the value they bring. ▪ Lead by example: Senior leaders must actively promote a workplace where everyone feels safe and valued, regardless of sexual orientation or gender identity. By fostering a truly inclusive environment, we empower all employees to excel. What are your thoughts on addressing unconscious bias? Share in the comments! #LGBTQAlly #PrideMonth2024

If you're trying to diversify by hiring more brown bisexual women, congratulations, you're on the right track, but be careful you're hiring for diversity of thought not simply to seem more sexy to society. Due to nature, nurture and the more significant experiences in our life we all find ourselves with our own uniquely dominant patterns of recurring thought, feeling and behaviour. These can be found in the more obvious demographics such as ethnicity, gender and sexual orientation, but there's more to diversity of thought then that. Unfortunately we tend to be more comfortable with what seems the same, and we fear what we don't recognise, thus this lends us to building teams that look and feel the same as us. This can be our undoing in our pursuit of building teams and leveraging diversity. A strengths-based approach to ensuring diversity exists is one well proven way to increase the likelihood of a groups success. By acknowledging we all bring unique Strengths to the table helps us to be unified through our uniqueness. The neuro-diverse often don't fit, they don't look (and act) the same, they seem dangerous, but it's precisely that difference that we should be drawn to. If we are curious about what strengths the neuro-diverse can add that others can't, we start seeing where we can not only be inclusive but also leverage diversity. Just as diversifying investments reduces risk, assembling a diverse team mitigates the dangers of groupthink. Neurodiverse individuals, with their distinct problem-solving approaches, can: Think laterally. Challenge assumptions Uncover hidden opportunities Enhance innovation By actively seeking diverse perspectives, we: Reduce blind spots Increase creativity Improve decision-making Invest in diversity. Hedge against blind spots. This is Post #5 of posting for ADHD awareness month (October) #adhdawarenessmonth #adhd #neurodivergent #diversity #inclusion #leadership #blindspots #strengthsfinder #neurodiversity #innovation

🔍 Are you aware of how "othering" might influence your workplace interactions? 1. Engaging in "othering" is a critical issue that impacts inclusivity, especially for those of us in diverse sectors such as STEM and technology. 2. For neurodivergent professionals, LGBTQIA2S+ employees, and women in STEM, this behavior can hinder career progress and workplace cohesion. As highlighted by Lahm (2018), othering reinforces power dynamics by isolating individuals who differ from the mainstream. -->It aptly delineates othering perpetuates positions of power and subordination by singling out those perceived to be different from oneself or the mainstream. If you find yourself entangled in this behavior, diving into an identity exercise is imperative. -->Unpacking your identities will offer insight into how you define and perceive yourself, enabling a more objective view of others. -->Understanding your identities can give you insight into your perceptions, which can help you engage with others more objectively and authentically. Strive to ensure that your actions transcend personal cultural norms and genuinely reflect the diversity of individuals around you. By breaking free from limiting beliefs, we pave the way for genuine understanding and professional growth. #Inclusivity #Neurodiversity #LGBTQIAInclusion #WomenInSTEM #IdentityAwareness #WorkplaceCulture

Analyzing the Red Pill Theory: A Critical Examination Part 2: Relationships and Social Influences 4. Male Friends and Relationship Fidelity The theory asserts that women having close male friends can lead to infidelity, stemming from the belief that such friendships may foster emotional connections that threaten romantic relationships. However, healthy relationships rely on trust and communication. Many successful partnerships involve diverse social circles, including friendships with the opposite sex. Assuming that friendships inherently lead to infidelity undermines the importance of trust and mutual respect. 5. Influence of Social Circles According to the Red Pill theory, a woman's behavior reflects her friends', suggesting negative social circles lead to negative behaviors. While social influences can impact behavior, individuals are not merely products of their environment. Personal values, self-awareness, and individual choices play significant roles in shaping behavior. The idea that social circles dictate character oversimplifies personal development and decision-making. 6. Modern Feminists and Relationship Satisfaction The theory recommends avoiding modern feminists, suggesting such relationships will lead to dissatisfaction. This perspective misunderstands feminism as a movement advocating for gender equality and individual rights. Modern feminism encompasses diverse viewpoints, and dismissing it as a source of relationship issues overlooks the possibility of harmonious partnerships based on mutual respect and understanding. Evaluating individuals based on personal beliefs rather than broad generalizations can foster healthier relationships. 7. Respect for Emotional Expression Red Pill proponents claim that women do not respect men who express vulnerability or emotional weakness. This claim oversimplifies emotional dynamics in relationships. While preferences for emotional expression vary, healthy relationships typically involve a balance of emotional support and personal strength. Respect is built on mutual understanding, not rigid adherence to stereotypes. #genzlove #love #consent #moneymatters #redpilltheory

Identifying Self-Sabotage Patterns Self-sabotage can manifest in various ways, including procrastination, negative self-talk, and avoidance. Recognizing these patterns is the first step in overcoming them. 1. Common Self-Sabotaging Behaviors: 🌸 Procrastination: Delaying tasks or projects due to fear of failure or criticism. This behavior often stems from perfectionism or the belief that one's work is never good enough. 🌸 Negative Self-Talk: Engaging in self-critical thoughts that undermine confidence. This might include thoughts like "I'm not qualified" or "I don't belong here," which can erode self-esteem. 🌸 Avoidance: Steering clear of challenges or opportunities that could lead to growth. This can include avoiding networking events or declining promotions due to fear of exposure or rejection. 2. Psychological Roots: Explore the psychological and emotional roots of self-sabotage, including societal pressures, past experiences, and internalized stigma. Recognize that the negative narratives we internalize often stem from external biases and discrimination. 3. Reflecting on Experiences: Engage in self-reflection by asking questions like: 🌸 When have I held myself back from opportunities? 🌸 What thoughts or fears contribute to my self-sabotaging behaviors? 🌸 How can I reframe these thoughts to foster a more positive mindset? Check out the full Blog: LGBTQ Professionals Overcoming Self-Sabotage: https://lnkd.in/g9VmYsF3

📚 According to a study by McKinsey & Company, companies with more diverse executive teams are 25% more likely to have above-average profitability. Embracing DEI is not just the right thing to do—it's also good for business. 🌈 As Pride Month comes to a close, there are several practical ways to foster Diversity, Equity, and Inclusion (DEI) in our workplaces even after the celebrations end. DEI is not just a buzzword—it's a commitment to creating environments where everyone can thrive, regardless of their background or identity. Equal Benefits for All Couples: Ensure that all social security benefits and vacation days offered to heterosexual couples are equally available to same-sex couples, especially in countries where legal rights might be lagging. Comprehensive Training Programs: Implement regular DEI training sessions that cover topics such as unconscious bias, inclusive language, and cultural competency. Make these sessions mandatory for all employees. Support for Transgender Employees: Develop policies that support transgender employees in their transition process. This includes healthcare benefits, leave policies, and ensuring access to facilities that match their gender identity. Inclusive Language in Policies: Review and revise company policies to ensure they use inclusive language. Replace gendered terms with neutral alternatives where possible. Diverse Recruitment Practices: Proactively seek out diverse talent. Use blind recruitment processes to minimize bias and ensure a diverse pool of candidates. Employee Resource Groups (ERGs): Encourage the formation of ERGs for LGBTQ+ employees. These groups can provide support, foster a sense of community, and give feedback on company policies and practices. Visibility and Representation: Representation matters, and seeing diverse role models can inspire others.

As #DEIconsultants, we often find ourselves split between two conversations. There is a conversation that C-level is very adamant about - the war on talents. Almost no company out there does not have a hard time finding people. On the other hand, we tap into conversations about #antiracism, #decolonisation, and #anticapitalism within the DEI sphere. I sometimes lose my breath navigating the DEI field and the embedded conversations. However, our prime job as consultants is to be able to advise our clients about new trends, tools and conversations that have an impact. So, we tap into both conversations to understand. This also means that I have spent a lot of time trying to understand the conversation in the activist community - and I’m not done yet. While I been reading up on literature (A Decolonial Feminism, Global Sex), talking to people outside corporate and pulling my hair, Veronica took it upon herself to update our whitepaper on #inclusiverecruitment. It was first published back in 2021. Much has transpired within companies, more research has emerged, and new experiences have been garnered. We find ourselves at a point where some clients have taken the lead and made significant strides. They have already pinpointed areas for development and implemented new practices. However, for many, inclusion work is still entirely new, indicating a journey to be embarked upon or continued, with valuable insights to be gained from experiences related to more inclusive practices. The objective of the whitepaper on Inclusive Recruitment has been to inspire with knowledge and tips and tricks so that, as a company, you gain a sense of where to delve deeper or check if there's a corner yet unexplored or untested. While much can be transferred from one organisation to another, we always recommend tailored solutions aligned with the unique culture and maturity level. Now, while there is a download link to the whitepaper in the comments (👇🏼), I will circle back on the other conversation we also need to have. Because, at the end of the day, Diversity Factor is a predominantly white ladies' company. Which apparently is normal. White women occupy 63% of DEI leadership roles, according to McKinsey & Company. And it may all be well intended - and indeed we are. But we always say to our clients that DEI work is about moving from doing good to doing better. So, in the coming weeks, we will embark on that conversation and journey. #diversityandinclusion #inclusiveleadership